Some 2.6 million employees benefit from a collective retirement savings plan (PER) within their company. Some of these are products launched ex nihilo since the Pacte law and some are the transformation of old systems, the Percos. Its operation is very close to that of the individual PER that savers can subscribe to directly but there are some differences between them.
If the individual plan is exclusively funded by voluntary payments from its holder, its collective equivalent can also collect profit-sharing, participation, rights to the time savings account, days of leave not taken and any additional contributions provided for by the plan. company to encourage its employees to contribute to their budget. A major asset. “The employee thus builds up capital for retirement in an almost painless manner with the help of his employer, without drawing massively on his income to fund it” underlines Ludovic Herschlikovitz, the founder of the site Retirement.com. Consequently, if you benefit from a substantial contribution from your employer, it is better to fund your collective PER as a priority than an individual envelope.
The tax advantage upon entry is identical for both plans but it only concerns the employee’s voluntary payments for the collective PER and not other sources of support (profit-sharing, etc.). “Please note, the retirement savings ceiling applies to all systems combined: take into account if you fund both an individual PER and a collective PER” recalls Catherine Leroy, director of the employee savings and retirement business at Amundi Epargne Entreprise. This ceiling, calculated based on your income, determines the maximum amount of deductible payments that you can make during the year.
In either case, the saver can choose to freely manage their contract or opt for managed management. “The number of supports offered is generally more limited within the framework of the company, but this is not a problem for the vast majority of savers because the offer remains sufficiently diversified”, specifies Ludovic Herschlikovitz. As for the costs, “They are by nature more competitive in collective plans because they have been negotiated within the company with the account holder,” notes Marie-Noëlle Auclair. The icing on the cake is that they are paid for by the employer.
Another major difference, “only individual PERs taken out with an insurance company give access to a fund in euros, which constitutes an asset over time”, points out Edouard Michot, the president ofAssurancevie.com. In fact, collective PERs are based on a securities account.
Once retired, the ex-employee can receive his savings in the form of an annuity or capital, as with an individual plan. Savings from voluntary payments will have the same taxation on exit on both PERs. It depends both on the exit method (capital or annuity) and on any tax advantage upon entry that you may have benefited from. As for the amounts resulting from profit-sharing, participation and matching contributions, they benefit from an income tax exemption; only social security contributions of 17.2% on capital gains apply.
Please also note that, if he leaves the company as part of a resignation or dismissal, the employee can keep his collective PER with his ex-employer (at his own expense) or transfer his capital to the system of his new employer. The operation does not give rise to a new deduction since it is a transfer and not new voluntary payments.